STANDING ORDERS/SERVICE RULES AND REGULATIONS/ EMPLOYEE MANUAL SCOPE AND APPLICATION: These Standing Orders/Service

Rules and Regulations/Employee Manual shall constitute the terms and conditions of Employment of all employees and workmen employed in the Factory/Company, unless and otherwise specifically excluded from the applicability of these Standing Orders. These Standing Orders shall come into force as provided in Section 7 of the Industrial Employment (Standing Orders) Act 1946. If a workmen is employed by the management under a specific agreement, signed by both parties then, in addition to the terms and condition of service contained there in, the provisions of the standing orders shall also apply. ( COMPANY’S NAME AND PLACE ARE NOT APPEARING ) 1. DEFINITIONS: In these standing orders unless there is anything repugnant in the subject or context. “COMPANY” shall mean the _________________ Having at present its corporate office at ______________________________________
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“FACTORY” shall mean the works at _____________________ situated at < Address> (UNITS AT ______________ ) 1.2. "PREMISES" shall mean and include the entire area wherein the Administrative Office are situated and other building in the premises and include the precincts thereof around these buildings or other buildings within boundaries of the Company's lands. It shall also include other buildings, appurtenances, branch offices, work shed, etc., situated outside and away from the Office premises stated above, coming within the administrative purview and control of the company. 13. A. “EMPLOYER” means and includes Managing Director, Board of Directors, General Manager, Manager or any other person who is authorized by the Management for Enforcement of these Standing Orders. 1.3. “EMPLOYEE/WORKMAN” means and includes all those employed in the Factory/ Company to do any skilled, unskilled, semi-skilled, manual, technical or clerical or supervisory work as defined under the Industrial Dispute Act,1947. (SUPERIOR OR SUPERVISOR/ ATTENDANCE / NOTICE )

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1.4. “MANAGER” means any person duly appointed to be the Manager of the Factory/Company or any person who for the time being is authorized to exercise the function of the Manager and Act on his behalf regarding the observance of these Standing Orders. ( MANAGER UNDER THE FACTORIES ACT 1940 ) 1.5. "MANAGEMENT’ shall mean and include the Managing Director/Directors and the General Manager/Manager or any other person vested with authority by the company for the Observance, implementation and enforcement of these Service Rules and Regulations or Standing Orders. ( CHAIRMAN ) 1.6. In these Standing Orders, the masculine gender shall include the feminine gender and the Singular shall include the plural wherever such term is used. 1.7. “NOTICE BOARD” shall mean a place where the notices are displayed which are approved and issued by the Employer on behalf of Management. It would be specially maintained in a conspicuous place for the purpose of displaying notices required to be given 1.8. “DISCIPLINARY AUTHORITY” shall mean and include the Board of Director’s including any Officer duly Authorized by the Board of Director’s. 2. • 1. 2. 3. 4. 5. 6.
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CLASSIFICATION OF EMPLOYEES/WORKMEN: Employees/Workmen shall be classified as: Permanent. Probationers. Temporary. Casual. Badli. Trainee/Apprentice/Learner. Contract Employee.

( Should we add consultants also here)

“PERMANENT EMPLOYEE/WORKMAN" He is appointed by the Company to fill a permanent post and has satisfactorily completed the probationary period of one year or such other extended period thereafter and whose appointment has been confirmed in writing by the Manager or such other officers duly authorized to do so, provided vacancy exists. (a) A "PROBATIONER" is an employee who is provisionally employed by the Company to fill a permanent vacancy. The period of probation shall be normally a period
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of one year. After satisfactory completion of the period of probation, the services of probationer will be confirmed in writing. The management at its discretion may terminate his services or extend the period of probation, in case his over all performance, work, conduct, attitude, attendance etc., are not satisfactory. (b) If a permanent employee is employed as a probationer in a new/higher post, he will be placed on probation for a period of 6 months extendable by 6 months. After the completion of such specified or extended probationary period, he may be confirmed in the new/higher post or reverted back to his original post, depending upon his overall satisfactory performance. (c) In case, any of the permanent post against which probationer is employed is abolished, during the probationary period, then the services of the probationer shall stand terminated automatically, without any notice or compensation. 2.3. "TEMPORARY EMPLOYEE / WORKMAN" is one who is employed to do work which is essentially of a temporary nature or employed for any work for a specified period not exceeding six months or as an additional employee in connection with the work of a permanent character due to exigencies of work. 2.4. "CASUAL EMPLOYEE / WORKMAN" is one who is employed for any work that is unforeseen, unexpected of essentially casual in nature or on work duration of period can not be determined. 2.5. “BADLI" workman or employee is one who is employed in any job against the absence/leave of a permanent or probationary worker. 2.6. "TRAINEE / APPRENTICE /LEARNER" (Under the Management's Scheme) is a person who is permitted to learn a trade or skill for a period not exceeding One & half year depending on the training required. The Management shall display and issue a copy of the Apprentice Scheme with all the details. The Management reserves its right to modify or amend the scheme from time to time depending on the requirements. ( APPRENTICESHIP ACT 1961 - NO RIGHT OF EMPLOYMENT) 2.7. "CONTRACT EMPLOYEE" shall mean any person who is employed for a fixed period in the company's service and after the specified period of contract of service, the same shall automatically cease. ( SPECIFIC PERIOD SAY 6 MONTHS TO 3 YEARS ) 3. APPOINTMENTS:

3.1.1 All appointments of Employee / Employee will be made in writing by the Managing Director/General Manager or such other Officer duly authorized by the company.

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All candidates selected for employment shall furnish to the company a Medical Certificate of fitness issued by Medical Practitioner approved by the Company and two copies of passport size photos. the Management may terminate his services. 3. School leaving Certificate. Matriculation Certificate.A.. V. 4 . RESIDENTIAL ADDRESS: All Employees are required to intimate in writing any change in their residential address. 3. In the absence of such intimation it will be presumed that the last address known to the Company as the current and correct address. ATTENDANCE AND LATE COMING: 4. Birth/Baptismal Certificate. 2. the Management may. or found unfit to do the allotted work. at any time require any employee to be examined by the Company's Medical Officer.B. 3. During employment. On no account the age admitted by the Manager will be altered. PROOF OF AGE: Every employee / employee at the time of reporting to duty should give a certificate/declaration of the date of birth duly supported by any one of the following: 1. The days on which any category of worker work in the factory shall be noted on his ticket/Card/Token. Identity Card: Identity Card shall include ticket pass or token. 4. 5.1.3. 3. Heart Ailment etc. or Government Medical Officer or Government Approved Medical Officer in the suspected cases of T.4.D Cancer.2. if any.2. Medical Certificate.1.1. 4. Every Employee / Workman shall record his daily attendance in the manner prescribed by the management from time to time. Aids.3. If on such examination the employee / employee is found suffering from any disease or complaint that is infectious or is of any objectionable nature in the opinion of the Medical Officer or is such that is liable to continuously or frequently interfere with the employee's normal duties or with the health of other employees. The employment offered to the employees to work on his own discretion or his will on a mutually agreed terms and subject to the terms of this Standing Orders. Extract from Register of Births and Deaths. 3. 4.

the 5 . SHIFT WORKING: 6. In case of discontinuance of any shift. Tiffin boxes and package of goods should be kept in the rest room/the security department at the entrance / or such other place as the manager shall specify from time to time.3. If shift working is restarted. If more than one shift is worked the employee / workman shall be liable to be transferred from one shift to another and such employee / workman will be given two days notice by displaying a notice in the Notice Board. at the discretion of the Management. All Employee / Workman while entering or leaving the premises of the factory or any time. 4.1. duly signed by a supervisor of the department or any authorized staff. Employee/Workman coming later than 10 minutes is liable to be kept outside the gate unless permitted by the express permission of the manager or any other officer duly authorized. However. The Management shall be entitled to deduct wages for the period of late attendance. 6. No package/Tiffin box or any package of food will be allowed to be taken to the work place. Every Employee/Workman shall be at his place of work at the time fixed for the start of his shift. the number of hours of each shift shall be decided at the discretion of the Management. 6.5. More than one shift may be worked in a department or departments or any section of a department of the Factory or Establishment. Shift working shall be in accordance with the provisions of the Factories Act. subject to the Provisions of Factories Act. SEARCH: 5. 4.2. 5. if any workman is to be laid off or retrenched.4. such lay-off or retrenchment shall be effected in accordance with the provisions of the Industrial Disputes Act. If any employees continue to be in the factory premises it will be deemed as unauthorized and action will be taken as per the terms of the Certified Standing Orders.2. 6. while in the premises of the factory or establishment are liable to be searched by a member of security department or any other personnel authorized by the management to do so.1. It is the duty of the employees to leave the premises of the factory on completion of his shift.The Ticket/Card/Token shall be delivered at the gate and the card shall be presented to the department supervisor for entering the days on which any category of workmen worked in the Department. 4. 1948 and its amendments from time to time. 5. No Employee/Workman shall leave the premises during the working hours without prior written permission from the manager or such other officer who is duly authorized. 1947 and the rules thereunder.3.

workman shall be given notice and re-employed or employed afresh in accordance with the said act and the rules thereunder. will be recorded in the application. Leave with Wages will be allowed to an employee / workman in accordance with the provisions of the Factories Act.3. If the leave is refused or postponed. List showing the prescribed festival and other holidays will be pasted on the Notice Board. 7. except in urgent or unforeseen circumstances when it is not possible to do so. if he desires to have it. 1948 and the same will be exhibited on the Notice Board from time to time.4. a leave pass showing the date of commencement of the leave and the date on which the workman shall have to resume duty shall be issued to the workman. HOURS OF WORK.. number of shifts. HOLIDAYS AND OVERTIME: 7. Grant of any leave to a workman shall depend upon the exigencies of work in the factory/company and shall be at the discretion of the Manager. shift timings. However. the reasons therefore.5. If the leave asked for is granted. A workman who desires to obtain leave or absence shall apply in advance to the Manager. c. such application for leave should be made three days before the date from which the leave is to commence. 7. the existing privilege will not be curtailed. Refusal to do such overtime work or work on a holiday will be considered as disobedience to a lawful order of the Management. The periods of hours of work for all categories of employees / workmen shall be as per the provisions of the Factories Act. work on all the days of the week with staggered weekly holidays system etc. 7. 1948 restrictions or supply of power from TNEB 7. or to any other person appointed by the Manager for this purpose who.2. The Manager or the Officer empowered by the Manager in this behalf shall issue orders on such application and in case of urgent nature. 6 . 7. 8. b. 1948 and the Tamilnadu Factory Rules framed thereunder. and copy of the entry so made in the application shall be given to the workman. if he thinks fit may grant him leave. in writing in the prescribed form.1. The management reserves the right to change periods of hours of work. LEAVE: a. at its discretion for any reason whatsoever subject to the provisions of the Factories Act. Holidays with pay will be allowed in a year to employee / workman in accordance with the Tamilnadu Industrial Establishment (National and Festival Holidays) Act. Subject to the Factories Act. Weekly Holidays and substitute weekly holidays will be given subject to the provisions of the Factories Act. 1948 the management reserves the right to require any employee to work overtime in any shift on a working day or work on a weekly holiday and give substitute holiday. if any. immediately.

who shall send a written reply either granting or refusing the extension of leave to the workman. e.If the workman who has proceeded on leave desires a extension thereof. 7 . In case the workman remaining absent for eight working days without applying and sanction of leave shall automatically lose his lien or his appointment and shall be treated as having left the services of the company on his own accord. if his address is available and if such reply is likely to reach him before the expiry of the original leave granted to him. he shall apply to the Manager in writing or to the person authorized. f. In case the workman remains absent beyond the period of leave originally granted or subsequently extended. d. he shall lose his lien on his appointment unless he returns or does not communicate the reasons within 8 days (working) of the expiry of the leave and explains to the satisfaction of the Manager his inability to return before the expiry of the leave. Any application for extension of leave of absence received after or at the expiry of the original leave of absence shall not be considered. Any application for extension of leave of absence received after or at the expiry of the original leave granted to him.

10.• LEAVE RULES: In addition to this./Smt………………………………. only). He / she shall be under the supervision and training of the head of the department and his assistants. ………………………………………………… Departments ………………………. his / her relation with the undertaking shall not be that of an employee and employer. 3. 1. He / she shall observe all rules of discipline of the undertaking in force from time to time and shall diligently observe all the rules of safety. with effect from……………………for a period not exceeding ………………………. / /19 pertaining to the Scheme of Apprenticeship framed under Standing Orders and the subsequent interview he/she had with us. misuse any of the property of the undertaking. Though the period of training of Apprenticeship is for ……………. pursuant to our advertisement in………………………………………………. He / She shall be paid STIPEND of Rs. the same shall be determined under the provisions of the Employee's Compensation Act.. He / she shall not. months. During the period of Apprenticeship / Training. during the period of apprenticeship / training in the precients of the establishment of undertakings. is hereby informed that with reference to his / her application. 4.T.I herein below information. His / Her period of APPRENTICESHIP shall be from ………………………. 11. 2. 6. who shall be in charge of the training. months on the following terms. if he/she is not found suitable for further training his / her training shall be discontinued and / or determined at any time at the sole discretion of the undertaking and the decision of the undertaking shall be final and binding upon him. Per Month/Per Day (Rupees……………………………………………………….. The apprentice after successful training period shall have to agree towards a minimum period of three years. during the course of his/her apprenticeship/training damage. (AGREEMENT) Sri. ………………. For MANAGER I Confirm The Above 8 . 8. In case of any injury.to ………………………. 1923. the procedure for leave will be given separately which will be treated as part and parcel of this standing orders. 5. The undertaking does not guarantee employment to the Apprentice/ Trainee on completion of ……………… months period of Apprenticeship / Training and he /she shall be free to look for employment elsewhere the industry. 7.H. but that of pupil and teacher. The trainee is required to confirm the terms of appointment as a trainee by attesting his signature /L. 9.

I of the Applicant) 9 .T.(Signature / L.H.

• PERIOD OF APPRENTICE TRAINING: The period of Apprenticeship shall be not less than _______ months divided into 3 stages of ____to _____ months each. while those who are not able to pick up the work expected of him in any particular stage. ( PERIOD OF APPRENTICE ) • PROGRESS IN APPRENTICE TRAINING: To assess the progress made by the apprentice appropriate tests shall be given to them once in every __________ months. capable of understanding instructions give desirous of taking up occupation in tailoring industry as his carrier. However.To Sri/Smt. • TITLE: This Scheme shall be called "__________________________________" APPRENTICE SCHEME. • ELIGIBILITY: Only person declared medically fit and who have completed eighteen years of age. • OBJECT: The object of the scheme is to enable the management of the factory to select persons from among those who are trained in the factory with latest and improved machinery. and who has not been convicted for any offences by court of law will be admitted to the scheme. Any apprentice picking up work quickly in any stage may be allowed to the next stage. • DISONTINUANCE OR TERMINATION OF APPRENTICE TRAINING: 10 . During this period the apprentice will be give practical training in the department or section to which he is attached. may be allowed to remain in that stage for an extended period. ………………. ………………………. every apprentice has to undergo training for not less than ______ months or such other extended period as per terms of Apprentice Appointment Order..

10. He shall not absent himself from work. Any learner who absents himself for (3) three or more days will be deemed to have abandoned his learning or training voluntarily on his own accord. 3. He shall not threaten or abuse. He shall attend the factory punctually at the specified hours learn the work assigned in a through and diligent manner and always remain faithful to the management of the factory. • RULES OF CONDUCT AND DISCIPLINE: 1.The management may discontinue or terminate the apprentice scheme. shall not smoke within the factory premises. Conviction by any court of law for any criminal offence shall be regarded as an act warranting stoppage of learning or training forthwith. which is pre judicial to the interest of the company. or indulge in any riotous or disorderly behavior in the factory premises. or in which he is not concerned. He shall not commit any damage to any work in process or to any property of the company. He shall not leave his place of work. 11. fraud or dishonesty in connection with the company's property. if it is found that the Apprentice has not made any or sufficient progress in his Apprentice training or that his character and / or conduct is not satisfactory or that his attendance is bad or for any other reasonable cause. 11 . He shall not commit any act subversive of discipline. He shall strictly adhere to the instructions given to him and shall not disobey the same or other orders. He shall not resort to strike or incite others to strike work or stage demonstrations either alone or in company with others. intimidate or assault any employee of the factory at any time if it is in connection with any matter about service in the factory. He shall not meddle or interfere with any machine or apparatus not entrusted to him. 12. 4. Apprentice at any time without notice. 5. 8. 7. 6. not sleep while learning. 9. nor commit any theft. nor loiter in the factory premises. 2. and shall not distribute or exhibit within the factory premises any bill or posters or pamphlets. He shall not refuse to receive any communication or notice offered by the company. He shall not collect any money inside the factory.

however. subject to the availability of vacancies and the discretion of the management. 12 . Apprentices who satisfactorily completes the 12 months or such extended period of Apprenticeship/Training may be employed as regular employee of the factory. They are governed by the terms of this scheme only. Will not refuse any authorised work given to him by his supervisors/manager or any such authorized person • STIPEND DURING APPRENTICE TRAINING PERIOD It is made clear to all Apprentices admitted to the Scheme that they are not entitled for any remuneration during the training period. 15. which is inclusive of cost of living allowance. 14.. of minimum wages notification for our Industry i. He shall not commit any mistake or indulge in any Act. I II III STAGE STAGE STAGE 3 TO 6 MONTHS 3 TO 6 MONTHS 6 MONTHS RS. or cleanliness.13. They are not eligible or any rights or benefits that are available to the workmen of the factory. 16. which is prejudicial to help. RS. He shall not make any false. He shall not leave the factory premises without being searched. officers or employees. Insubordination 17.A) Notification applicable to the Industry. in terms. 75% of the Minimum Wages (Basic and D. malicious or vicious statements public or otherwise against the factory or its directions. • RIGHTS OF APPRENTICES: The apprentices are meant only to learn work and as such they are not workmen of the factory and are not employee of the factory. They are only apprentice meant for learning and will be paid as STIPEND.e. FOR FOR FOR • EMPLOYMENT OPPORTUNITIES: No apprentice after completion of his Apprentice Scheme period can claim employment in the factory as a matter of right. RS.

The company at any time in the event of fire. catastrophe. 25C. the workman so detained shall be entitled to receive wages for whole of the time during which they are detained as a result of stoppage unless they are laid-off. process congestion. the workmen so detained shall not be entitled to receive wages for the period of detention. the management. The workman concerned shall be notified by a general notice prior to resumption of work as to when work will be resumed. 25D. lack of power or orders. If during any period of 12 months a workman is laid-off for more than 45 days continuously no compensation is payable for subsequent period of lay-off after the expiry of the first 45 days. 10. lay-off or retrench. subject to Law. two weeks notice in respect of daily rated employees. 9. STOPPAGE OF WORK: a. c. For the purpose of eligibility and payment of compensation. Section 25B. In the event of such stoppage. The fact of such closure shall be notified by notices put upon the notice board in the section or department concerned and in the Time Keeper's office as soon as practicable. breakdown of machinery’s. 25E and 25F of the Industrial Disputes Act shall apply. In case. during working hours the workmen affected shall be notified by notices put upon the Notice Board in the Departments concerned or at the office of the Manager as soon as practicable and whether they are to remain or leave their place of work. The Company reserves the right that it may at any time for all or for any of the reasons enumerated in the above paragraph. or pay in lieu of notice. The employer may in the event of stoppage of work affecting either wholly or partially any section or sections of a department of the establishment. d. 1947. ( THE NOTICE TO BE GIVEN TO THE EMPLOYEE & THE NOTICE ISSUED TO THE EMPLOYEE ) 13 . TERMINATION OF EMPLOYMENT: 10. The workman shall not ordinarily be required to remain for more than two hours after the commencement of stoppage. is entitled to deduct the same if it retrenches any workmen who are laidoff during such period. such section or department or any other section or department affected by such closing down. subject to the provisions of the Industrial Disputes Act. accumulation of stocks whether sectional or otherwise or any trade reason of any cause whatever beyond the control of the company stop the working of any section or sections thereof wholly or partially for any period or period as per Law. if any lay off compensation is paid beyond 45 days in a period of 12 months. If the period of detention exceeds one hour. The services of permanent employee may be terminated either by the Management or by the employee with one months notice in respect of monthly rated employees. If the period of detention does not exceed one hour.The period of apprentices shall not be counted as period of service in factory. In case of piece rate workers the average daily earnings of the previous month will be taken to be the daily wages. b. close down either wholly or partially. stoppage of power or insufficiency of raw materials.1.

2. 13. are not automatic and it shall be earned by workmen. An employee / Workman shall be liable to be transferred from one job to another in any department of section of department in the factory as the Management may decide at its discretion.2. 10. While promoting an employee his merits and seniority will be considered as main criteria.1. INCREMENTS: 12. Casual Workman / Employee / Trainee may be terminated at any time during or on the expiry of such probationary or temporary or training period without notice compensation and without assigning and without any reason. No increment will be withheld without giving the workmen a reasonable opportunity to represent against such action. 12. To any other location / company / sister concerns where the business of the employer is being undertaken 11. All the terms and conditions of the transfer shall be specifically mentioned in the Appointment Order.3.1. Temporary. the employee's / Workman's qualification. 12. attendance and conduct. if any.3. Increments in the scales of wages. The Management reserves the right to give double increment in the same scale grade to any employee for exceptional merit in a year. in its opinion his work. 11. Subject to the provisions of the Payment of Wages Act. Annual increment will be considered only when it falls due in respect of the workmen concerned. In deciding merit factor. 14 . past service records shall be taken in to consideration. PROMOTION POLICY: Employee's promotion to a higher grade / skill is the executive right and function of the Management. The wages of such employees shall not be reduced. which is based on their work. on the basis of their date of appointment. For any lawful reason Employee / Workmen may be called upon temporarily to do any other kind of work other than their usual jobs and they shall not refuse to do such jobs if it does not involve more skill than their present jobs. nor shall they refuse such transfer. if. The Product manufactured by the company is of high value and if any workman spoils or manufactures any defective product using the Raw material will have to pay the same and same will be deducted from the salary. If the same is repeated his services will be terminated after conducting domestic enquiry. 12. The services of a Probationary. the Management reserves the right to withhold an employee's increment. 11.10.2. TRANSFER: 11. efficiency and attendance. conduct or attendance is not satisfactory subject to provision of Law.3.

( RE-EMPLOYMENT OF SUCH RETIRED PERSONS) 15 .14. RETIREMENT / SUPERANNUATION: The age of superannuating shall be 58 years and every employee/workman attaining the said age/service shall be retired from services and no workman shall have any claim to be continued in the service of the company thereafter.

15. 1936 and the Rules thereunder. The Workman / Employee must furnish at the request and expense of the company all particulars thereof.2.4. The management reserves the right to lay-off any workman / employee or retrench any workman / employee or for bonafide reasons whatsoever and also for such reasons mentioned in the Industrial Dispute Act. Authorized deductions from the salaries / wages made to employee will be in accordance with the Payment of Wages Act. 18. techniques or any appliance or plan available for manufacture carried on or experimented upon by our company or by any firm or company or in which our company has any interest direct or indirect made by a workman / employee while in the service of the company will be forthwith communicated to the company by him.2. Workman / Employee shall not. 1947. 17. 16.1. Notice specifying the payday shall be displayed on the Company's Notice Board.1. SAFETY HEALTH AND HYGIENE: Strict observance of all safety instructions by the Workmen/Employee is obligatory. invention or improvement whatsoever relating to design of company's products or any process or methods. these shall be worn by whosoever engaged in the job for which these have been provided otherwise the employee concerned shall be liable to disciplinary action. 1936 and Rules thereunder. INVENTIONS: 15. 16. 17. unless specifically authorized interfere with any safety device or adjust any machine under power or in motion. All workman / Employee will be paid wages on a working day in accordance with the Payment of Wages Act. An Employee / Workman shall check his wages immediately following its receipt.1. No claim for shortage will be considered once the recipient has left the presence of the person who has made the payment. PAYMENT OF WAGES AND DEDUCTIONS: 16. Any discovery. It is obligatory on the part of the 16 .3. Where the company provides protective clothing or appliance for safety of the workman / Employee. 1947 shall be followed. 16. 16. The compensation payable and procedure to be followed down for lay-off and retrenchment under the Industrial Disputes Act. LAY OFF AND RETRENCHMENT: 17. Payment of dues to such employees as have left the services of the company due either to their resignations or termination by the company shall be made within 2 days of such action but after the employee has obtained a clearance certificate from the concerned department of the company.

in connection with or incidental to these Standing Orders shall be final. civil commotion. ACCIDENTS: Any workman / Employee sustaining an injury during the course of his work shall immediately bring it to the notice of Foreman. b. Time keeping. Electrical/Mechanical and Maintenance Personnel. All such injuries shall be entered in the register kept for the purpose by the management. drivers and sweepers. Water supply and Medical Personnel. Medical Staff. OTHER EMPLOYMENT: No workman / employee while in the service of the company or under suspension for any misconduct is allowed to accept other employment or undertake any work of service. either directly or indirectly.. catastrophe. e. f. epidemics. Supervisor. usage of safety equipment devices.Management to train the employees in usage of First Aid. All Employees shall have to agree to undergo the above training. 20. rioting. Payroll and Cash Staff. the decision of the manager upon any question arising out of. Telephone Operators / Telex operators. c. 22. 19. d.D/ DIRECTORS/MANAGERS CANTEEN AND CANTEEN PERSONNEL BOILER HOUSE & TURBINE HOUSE PERSONNEL GENERATOR SECTION ANY OTHER SERVICES WHICH REQUIRES TO BE CARRIED ON CONTINUOUSLY OR DECLARED AS ESSENTIAL EMERGENCY SERVICE BY MANAGEMENT) 21.1. (PERSONAL ASSISTANTS TO M. Subject to the provisions of any enactment of rule in force in the state for the state for the time being. Departmental Head. Every workman / employee shall devote his full time of work to the company diligently and faithfully and observe the rules and regulations contained therein as well as 17 . for the permanent good of the establishment and its workmen. ESSENTIAL SERVICES: The following personnel shall form the essential services and they shall be on duty at all times at all times of emergency including occurrence of fire. a. strike. or Manager for necessary action. Watch and Ward and fire brigade personnel. honorary or otherwise. Fire Fighting. DUTIES AND OBLIGATIONS: 22. lockout etc.

4.5. 22. The protective devices are the property of the company and they must not be taken out of the factory / office premises under any circumstances unless for on duty work. to work on a weekly day of rest or on a declared holiday. 22. A workman / employee shall not undertake any assignment. jigs. otherwise report to supervisor for alternative arrangement in the interest of uninterrupted working of the machine. incidental to or connected with or preliminary to his main duties. directions.3. Workman / Employee shall take all necessary precautions to safeguard the company's property or prevent accident or damage to it. 22.6. tools.9. No workman /employee shall reveal any confidential matter regarding the company's business which has become known to the workman / employee in the course of his employment with the company. 18 . he will be given a substitute off as per the Factories Act and work on the declared holiday he will e given a substitute off as per the provision of the Tamilnadu Industrial Establishments (National & Festival Holidays) Act. The employee shall wear protective devices furnished by the management. In case of work on a weekly day of rest.7. employment or business outside his employment without the Company's specific approval in writing. drawings belonging to the company without a pass in the prescribed form issued by the management. plants. Workmen / Employees working in shifts shall leave the place of work only after their reliever has taken charge of their duties. 22. 22.other instructions. Every workman / employee shall be prepared to and agreeable to perform even a lower classified job when asked by the management in the interest of uninterrupted and productive working of the plant / company. 22. 22.11.. Workmen shall report any occurrence which he may notice which may cause danger to himself or to other workmen or might result in damage to companies property.8. Each workman / employee shall be responsible for and shall take proper care of machines. stipulations which are being issued from time to time by the company. 22. A workman / employee shall be courteous to their superiors fellow workmen and visitors and business people. 22.10. fixtures etc.2. All workman / employee shall produce a satisfactory evidence of age. documents. generally and specifically entrusted to him. The management reserves the right to call any workman / employee according to exigencies of work. A workman / employee is liable to perform all jobs which are ancillary to. ( REVEAL TO ANY OTHER COMPANY/ OUTSIDERS ) 22. 22.12. Workman / Employee shall not take out of the premises any articles.

22. inside the factory/office premises. 19 . 22.16. He must not also get himself involved directly or indirectly in any act of subversive of discipline like abusing. moving around with badges displaying demands etc. Without 7 days notice. if ten or more workers remain absent in a concerned manner or after reporting for work resort to stoppage of work without any valid reasonable cause or in breach of any standing orders or agreement. Check the present standing orders for more clauses 23.17. business or sitting idle. moving here and there without any work.19. 22. stopping other workman/Employee from coming to work. assaulting or fighting etc.20. Example Holding meetings. NOTICE OF STRIKE No workman/ employee / group of employees / departments shall go on strike without giving to the Management 14 days notice in writing of his intention to resort to strike. 22.15. 22. wearing black armbands/ head bands. A workman /Employee must not indulge in or cause others to indulge in slowing down production. distribution or display of posters or leaflets.22. canvassing for union.. 22. shouting slogans. No Workman/Employee shall defame his employer and /or any of the superior officers for any reasons whatsoever..18.13. No Workman/Employee shall waste or idle away time during his duty hours through gossiping with co-workers. leading or participating in processions.14. raising union subscription. the management shall be entitled to deduction of days wages in lieu of notice or for breach of agreement. A workman /employee must not indulge in and or force or cause others indulge in any prejudicial activities inside the premises. A workman / employee is required to strictly abide by the discipline of the factory without fail. A workman/Employee shall not enter the factory premises outside the duty hours unless he is required and sent for by any of his superiors in the management. threatening. 22.

• The findings of enquiry should be forwarded by committee to the Board within 3 working days and the disciplinary authority shall initiate immediately disciplinary action against such erring workmen/employee and if found guilty he should be dealt with in accordance with the provisions of these Standing Orders. vendors or clients. b. advances. Company wants to ensure that the working environment supports an employee’s dignity. physical contact. Review by the Board of Directors • The Board will review all complaints and actions in respect of Sexual Harassment in its quarterly meetings. • In cases where the offender is a Client’s or Prospective Client’s employee. Sexual Harassment Broadly means: • Any unwelcome sexually determined behaviour whether direct or implied will fall within the definition of sexual harassment. The committee shall comprise of women employees and shall include a woman from any non-Governmental Organization working for the cause of women. wall paper etc. the complaint should be escalated directly to Compliant Committee for redressal write long form. This will be apart from pre-emotive action taken by Compliant Officer or Personal Officer to avoid any recurrence. The committee shall conduct enquiry on the compliant received. A committee shall be formed in the Factory.24. showing pornography including obscene screen saver. a formal complaint will be lodged with the appropriate authorities for redressal by Compliant Officer or Personal Officer and will be actively pursued. c. SEXUAL HARASSMENT: a. • This will include demand or request for sexual favors. sexually colored remarks. • In case the complainant is not satisfied with the action taken by Complaint officer or Personal Officer. e. 20 . d. respect and prohibits such behaviour against its employees by any of its employees. Redressal Mechanism • Complaints relating to Sexual Harassment and any other related issues should be reported to the Complaint Officer or the Personnel officer (Personnel Officer) of the concerned location. Company will take an extremely stern view of any act that is detrimental to an Individual’s dignity.

action as mentioned in the Payment of Wages Act. fraud or misappropriation of company's funds dishonesty in connection with the employer's business or property. Negligence in performing duties c. 26. 26. ANTI . 21 . 26. An employee / workman may be warned or censured for under noted offences after giving him an opportunity to be heard. 26.4.2.1. 25. whether alone or in combination with others to any of the lawful and reasonable order or orders of the superiors. Willful damage to or loss of employer's goods or property.5. Theft of property of another workman / employee within the premises of the company. 26.24. Committing nuisance on the premises of the establishment. Neglect of work d. Breach of any rule or instruction for maintenance of running of machines 26. f. Habitual late attendance or late attendance on more than 3 occasions in a month.1. 1936 may also be taken against him for any of the under noted offences. Late attendance b. 26. Absence without leave or without sufficient cause from the appointed place of work. e. employment/working on the basis of CASTE/ CREED/ RELGION/ NATIONAL ORGIN/ POLITICAL AFFLIATIONS / GENDER/AGE/RACE OR ETHNIC GROUP subject to suitability of the employees to the employment and conforming to the requirement of existing Law of the Land. a. Theft. g. MISDEMEANOUR: (MISDEMEANOR) 25.3. Taking or giving of any illegal gratification’s. MISCONDUCT: The following Acts on the part of the workmen/employees shall without being exhaustive.DISCRIMINATION POLICY: Company shall not discriminate/ restricts the employees in recruitment.6. Willful in subordination or disobedience. Entering or leaving or attempting to enter or leave the premises of the establishment except by a gate or entrance appointed.A. constitute misconducts whether alone or in combination and shall render the workman / employee liable for disciplinary action and award of appropriate punishments.

26. 26. falsifying or refusing to give testimony when incidents in the undertaking or other matters are being investigated or being considered. 26. Misbehavior towards customers and visitors. 26.14. 22 .17. whether inside or outside the factory in connection with the work / business of the company.19.18. Frequent repetition of any act or omission for which a fine may be imposed under the Payment of Wages Act. ( TAMPERING ) 26. Riotous or disorderly behaviour towards superiors. Sleeping while on duty. Habitual absence from work without sanction of leave or absence without sanction of leave for more than 8 working days.8. Habitual breach of any order or rules and regulations or instructions for maintenance and running of any department or the maintenance of cleanliness of any portion of the company. 26. threatening or intimidating. 26.12. threatening the witnesses.7. encouraging abetting go slow tactics. Drunkenness or conduct which violates common decency and morality.16. abusing. Carrying lethal weapons.13. evidence.10.15. participation. False statements made or particulars given in his application form for appointment or when called upon by the management to make a true statements of any fact in connection with any matter connected with the work or business of the company. 26.9. 1936.11. Assaulting.21. Habitual negligence or neglect of work. gheraoing any superior or any other workman / employee of the company. 26. 26. 26. fighting or attempting bodily injury to other workman. 26. instigating. co-workers during working hours in the premises of business of the company or outside or any act subversive of discipline in connection with work of the factory / work. 26. 26. Tempering with any records. Striking work singly or in combination with others or inciting others to strike work in contravention of the provisions of any law or rule having the forces of law/or any contract including the implied contract of appointment to attend and to work. 26.20. Absenting from work spot without proper authority and/ or permission during duty hours or idling away. Adopting.

preventing or intimidating any person from attending his or their normal work or from seeking employment.24. 26. Conviction for any offence by a court of law.23. 26.35. Gherao or wrongful confinement or coercion of staff / employee.28. notices or pasting posters.33. Obtaining leave on being sick and during the same period working elsewhere or attempting to obtain work elsewhere or obtain leave on false pretext.38.29.30. Holding meeting or shouting slogans or leading processions or demonstrations inside the premises of the company or distributing or accepting inside the premises hand bills. involving moral turpitude.37. warnings. 26. Canvassing for union membership or for the collection of union dues inside the premises of the factory / company during the working hours of the company. 26. Refusal to work overtime due to exigencies of work. 26. to any person. Unauthorized disclosure.26. Refusing to sign a statement or declaration given by himself or to receive or sign notices. 26. 26. 26. 23 . Refusal to submit for medical examination when directed to do so by the manager.. 26.25. 26. Obstructing. of any information with regard to the process of the company. Engaging in activities or giving false statement before any person or authority with the intention to cheat the company.36. issued or given by any superior or the manager. memo etc.26. abusing any superiors in the company.22. 26. Refusal to submit for search or search on suspicion of theft of company's property.34. Playing cards and gambling within the premises. 26.32. 26.27. 26. which may come in the possession of workman in the course of his work. Handling any machinery apparatus not entrusted to his charge. Collection of any money within the premises for purpose not sanctioned by the management. Engaging in private work or trade within the premises of the company.31. 26. Smoking and / or spitting within the premises of the company other than at the place where permitted. 26.

Allowing an unauthorized person to operate his machine. 26.I information or sickness or the failure or furnish the management with the certificate of fitness. 26. Failure to submit E.55. or any other company's property entrusted to him. 26. 26. 26. 24 . 26. Committing nuisance at within primes of the Factory.51.50. etc.46. 26. jigs. 26. 26. Not taking proper care of the tools. Loitering or leaving place of work without sufficient and reasonable cause and permission during the working hours.52. Refusal to accept any order of transfer / or to work any shift. Failure to report accident / injuries while on duty and / or failure to give evidence in respect of such accidents / injuries.43. fixtures.48. Entering the factory premises without permission and / or authority outside the duty hours. Habitually remaining in toilets for unreasonably long periods of time. 26. 26.45.44. Remaining within the factory premises without permission and / or any official business after the authorized duty hours.) 26.49. Failure to observe safety instructions notified by the employer or interference with any safety device installed within the company. or with the work of the other workmen / employees.40. While in employment. 26. working for any other employer for any consideration or otherwise.. Unauthorized use of a vehicle of the company and communication systems (like Telephone/Fax.56. 26.39. Falsifying and tampering with any official records. Interfering in any manner with any of the management functions and / or right.41.S. gauges.26. 26.53. Doing any act prejudicial to the interest of reputation of the company.54. 26.42. Punching the time card of other workman / employee or to falsify the records in any manner in respect of attendance or Payment of Wages. Failure to notify the company of change of address.47. 26.

Deliberate abuse of any concessions or benefits or any leave privilege for the time being in force. However. machinery or plant. Stoppage of increment. 26. 6. 26. 26. subject to the provisions of the Payment of Wages Act. Suspension without wages for a period not exceeding four days Removal from service which does not disqualify for future employment Dismissal from service without notice. 27. 3. Strict warning. 4. the diligent employee / workman may have the assistance of any of his co-workman working in the company. switching off electric power resulting in damage to company's property. if he is so desires in writing. PROCEDURE FOR DISCIPLINARY ACTION: 28. An order of punishment including dismissal shall be made only after the workman / Employee concerned is informed in writing of the alleged misconduct and is given an opportunity to explain the circumstances alleged against him and after conducting the domestic enquiry wherein the charges are proved except when the misconduct is admitted in writing. During the domestic enquiry. Willfully allowing any unauthorized person to enter the premises outside the working hours of quarters.61.60.2. Trespassing or forcible occupation of the company's premises outside the working hours of quarters. Conduct which endangers the lives and safety of other workmen / employees. 26. 27. 27.1. Money lending or borrowing or running a chit funds scheme or engaging any kind of such trade within the premises of the company.62.1. Censure or warning: Fine. 26.63.59.58. no outsider will be allowed to assist diligent workman / employee in the enquiry. PUNISHMENT FOR MISCONDUCT: The following punishments may be imposed for misdemeanor. 25 .26. Demotion / reduction to a lower grade of post or lower stage in a scale of Wages. 2. The following punishments may be imposed for major misconduct: 1. 26. Sudden stoppage of power.57. Any act which may be considered as misconduct in common parlance. 28. 5.

If the workman has already been suspended from the work the work pending enquiry. a) A workman under suspension pending enquiry shall be entitled to subsistence allowance in accordance with Law.4. business. if any taken by him shall be intimated directly to the complainant or through his recognized association provided the complaint relating to: 26 . 28. A workman / employee may be at the discretion of the manager/management. If on account of the action taken or proposed to be taken against the workman / employee it becomes necessary to obtain the approval or permission of any authority under Section 33 of the Industrial Disputes Act. 28. suspended pending enquiry into any misconduct. The factory managers or such other officer shall personally investigate the complaints at such times and places as he may fix and the complainant employee / workman or the recognized association shall have the right to be present at such investigation. the period of suspension being treated as on duty. if any.28. by order. profession or vocation. 1946 and the rules thereunder on a written declaration by the workman / employee that he is not engaged in any other employment. COMPLAINTS: All complaints arising out of his employment. c) If after enquiry. the punishing authority shall. the management shall take into account the gravity of the misconduct and at the same time. the workman shall not be entitled to any remuneration for such period other than the subsistence allowance already paid to him. 28.5. In awarding punishment under these rules and regulations. decide as to how the period guilty of the alleged misconduct. 29. The decision of the investigation officer and the action.3.2. 1947 the workman may be suspended from work without subsistence allowance or wages till the grant of such approval or permission by the concerned authority. a workman / employee is adjudged guilty of the misconduct alleged against him and punishment is awarded. b) The payment of subsistence allowance will be subject to the provisions of the Industrial Employment (Standing Orders) Act. he shall be reinstated in his post and shall be paid the difference between the subsistence allowance already paid the emoluments which he would have received if he had not been suspended. the suspension shall continue till the grant of approval of permission as aforesaid. If penalty other than dismissal or removal is imposed on him. may refer to the previous record of workman / employee and any extenuating or aggravating circumstances. including those relating to unfair treatment or wrongful exertion on the part of the employer or his agent or his servant shall be submitted by the employee / workman to the factory manager or such other officer or officers of the company.

1.. a copy of the same is put on the notice board of the company. it shall be deemed sufficient service of notice. order. A workman / employee shall receive any notice or memo which the management may seek to serve upon him from time to time. NOTICE AND COMMUNICATION: Service of any communication. NOTICE PROCEDURE OF: Notice to be exhibited or given under these rules and regulations shall be in English and Tamil. 31. communication or intimation which is personal / official etc. addressed to workman / employee shall be given in English and shall if he so desires. charge sheet. with particulars of date and time of refusal and put his signature and obtain the signature of witness thereunder and a copy of the notice may be pasted on the Notice Board and sent to the concerned person by registered post with acknowledgment due to the last known address and this shall be deemed sufficient proof of his having received the same. Refusal of any application for urgent leave shall be enquired into without available delay by the factory manager or such other officer or officers as may be appointed.2.4.3. 27 . be explained to him in the language which he understands. if such notice memo order by registered post acknowledgment due is posted to his last known address. General notices required by these orders shall be given by pasting the same on the notice board of the company maintained for such purposes. 31. If a workman / employee refuses to receive any notice or memo. Any notice. Assault or abuse by any person holding a supervisory position. 30. the person serving the same shall in the presence of at least one witness make an endorsement to that effect to the notice or memo. 31. b. 31. notice or order to a workman / employee shall be deemed sufficient if it is sent to the last known address of the employee by registered post with acknowledgment due and exhibiting a copy of the same on the notice board of the company.a. 31.5. 31. Important notices concerning individual workman / employee including notice conveying decision to terminate his services shall be served on the last known address or handed over to the personally or as per the following paragraph. • Where a workman / employee is not available for service of any such notice or memo or order.

32. "YEAR" means the calendar year. Every employee / staff member who has joined otherwise than on First January in any year shall also be entitled in the following year to leave with wage. c. "STAFF" means and includes persons defined as "EMPLOYEE" 2. DEFINITION: a. b. ENFORCEMENT: The factory manager / departmental head concerned shall be held responsible for the proper and faithful observance and enforcement of the standing orders and of these special rules made under the Tamilnadu Factories Rules the Supervisors and such other Officers as may be authorized by the Factory Manager shall also be held responsible for the faithful observance and enforcement of these Standing Orders. notice boards and in such other places in the premises of the company as it decides. leave with the salary mentioned under clause 2 ( c). shall be entitled during the following calendar year. both in English and in the language understood by the majority of the employee/workman and shall be always kept in legible condition. c. 1946. PREIVILEGE LEAVE RATE: Every employee / staff member who is qualified and eligible for leave with salary as above shall be entitled to leave with salary at the rate of one day for every 20 days of work done. a. A copy of these Standing Orders shall be pasted in the time keeper's office and or in all departments. LEAVE RULES AND HOLIDAY The leave rules shall form a part and parcel of the Standing Orders / Service Rules and Regulations. 28 . 1. in a calendar year. " PER ANNUM" means is construed with reference to the calendar year. PRIVILEGE LEAVE WITH SALARY: Every employee / staff member will be entitled to leave with salary as follows: ELIGIBILITY: Every employee / staff member who has worked for 240 days or more. It shall apply to all categories of workmen and staff of And shall come into force as provided in Section 7 of the Industrial Employment (Standing Orders) Act. if he had worked for two thirds of the total number of the remainder of the days in the calendar year as mentioned under Clause 2 (c). b.

ELIGIBILITY FOR MATERNITY LEAVE: The employee concerned must have worked in the establishment at least for a period of not less than 160 days in a period of 12 months immediately preceding the date of her expected delivery. In computing the period of any notice of termination required to be issued under the Service Rules of the company. f. g.S.I Act with salary for a period of 12 weeks that is six weeks up to and including the days of delivery and thereafter six weeks immediately following that day.I act. Other benefits are as per the provisions made under the Maternity Benefit Act. e. resigns or otherwise quits/upon terminating his services. 1953 in respective states.S. Privilege leave with salary may be accumulated to a maximum of 60 days. dismissed. if any of the National or Festival Holiday fall on weekly holidays. then he may be allowed to encash the balance of leave with salary standing to his credit. ( ELIGIBLE SICK LEAVE ) 3. MATERNITY LEAVES: Every woman employee who is covered under the E. NATIONAL AND FESTIVAL HOLIDAYS: Every employee / staff member shall be entitled to 3 National and 6 Festival Holidays including May day as per the provisions of the Industrial Establishments (National and Festival Holidays) Act. 5. No substitute of holiday shall be given. will be entitled to maternity leave as per E. privilege leave should be availed in not more than three installments in a calendar year. 1961. shall be entitled to encashment of un-availed leave with salary and sick leave standing to his credit. • ELIGIBILITY FOR FESTIVAL HOLIDAYS WITH SALARY: If a employee/staff member has worked for 30 days during the period of 90 days immediately prior to any declared festival holidays with salary such Employee shall be eligible for salary for the Festival Holidays. the unavailed leave shall be excluded.d. A staff member who is discharged. 4. 29 . If a staff member is having more than 15 days of leave with salary to his credit.

BOND This bond is made this the_______________________________________________Day of _______ 2000/2001 by Mr. The Certifying Officer. Under the provisions of Section 3 of the Industrial Employment (Standing Orders) Act. ………………………………………………………………………….I The Deputy Labour Commissioner. Sir. and Industrial establishment owned/controlled by me. with the 30 . (OBLIGER) (OBLIGEE) (SURETY) FORM . 1936._______ Son of ________________________ residing at______________________________ (Herein after called Surety) withnesseth that the obliger is held and firmly bound to the _______________________ having its office at___________________________________________________ (hereafter called the obliger) for the sum of Rs……………………(Rupees___________________________) to be paid to the said company (___________________________________________) for which payments the obliger and his surety jointly and severally bind themselves by the Bond. I enclose five copies of the Draft Standing Orders proposed by me for adopting in M/S.

Names of the Trade Union or Trade Unions. Number of Probationers. For Remarks. 3. to which the workmen belong. I also enclose a statement giving the particulars prescribed in Rule 5 of the Tamilnadu Industrial Employment Rules . for the purposes of sub-section (3) of Section 3 of the Act. The prescribed particulars of workmen. Date: 31 .1960. 2.1. Number of Temporary Workmen.request that these orders may be certified under the terms of the Act. - – Manager. 6. Number of Apprentices. For Employer/Manager. - 5. if any. Number of badlis or substitutes. Total number employed. 8. 9. shall be. Number of Permanent Workmen. 4. Number of Casual Workmen. 7.

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